Leadership Pipeline Analysis | MC DZire

Leadership Pipeline Analysis AIESEC in Algeria 16.17

INTRODUCTION The end of the term 1617 is very near, a term that has been providing a great number of national leadership positions to our members.

As one of our core values is Activating Leadership, we’re trying to shape what we do around what the world needs, by providing our members with life-changing experiences and personal improvement opportunities.

You will find within this report the 1617 Leadership Pipeline Analysis that is about all the national positions opened, the number of applicants and each LC’s contribution to it.

This pipeline review is not a Talent Management matter only, it is in fact the whole leadership body’s, from the Executive Boards to the Middle Management, and even the Team Members’.

Table of Contents • • • • •

National Leadership Pipeline 1617 Statistics Key-Learnings LC Analysis Inputs Collection

NATIONAL LEADERSHIP PIPELINE NATIONAL POSITIONS OPEN

46

APPLICATIONS RECEIVED

63 An average of 1.3 applications per position

AVERAGE NUMBER OF APPLICATIONS The term 16.17 has seen 46 national positions opened (NST, OCs, Boards).

WHY DOES THIS MATTER? The average number of applications reflects the choice that the “recruiter� has into selecting the suitable person for each position.

The lower your rate: # Applications received / # Positions opened the fewer your chances to get the right skilled people in the right place.

Our national rate is of 1.3, meaning that the recruiter had, most of the time, less than two applicants per position, i.e not much choice.

# APPLICANTS / # POSITIONS OPEN per application

33%

67%

Applications with less or equal # of positions Applications that exceed the # of positions

# APPLICANTS / # POSITIONS OPEN per application

The number of applications received was 63, with :

• 36 positions receiving one or less applicants • 7 positions receiving more than one applicant

WHAT DOES THIS RATIO MEAN? # Applicants / # Positions open per application The number of applications released does not always equal the number of positions opened. For example, while releasing an OC team application, an OCP can open 10 positions and only receive 6 applications.

Each of the following factors has its own specific interest: • Number of applications with less or equal number of positions • Number of applications that exceed the number of positions

# APPLICANTS ≤ # POSITIONS This ratio is very relevant when it comes to National Organizing Committees’ application analysis.

During 1617, 67% of AIESEC in Algeria’s national applications opened did not have enough candidates.

-> 17% of them concern OC or other team applications, where the number of applications received was below the number of positions opened.

This means that the team’s Demand Ratio was below 1, despite the several rounds, which makes the recruiter really uncomfortable because this has to result into re-structured, under-skilled and outnumbered teams.

-> 50% of that rate concerns applications with only one position opened, i.e: OCP, Board Chair, Project Manager or MCP, despite several rounds too.

# APPLICANTS > # POSITIONS 33% of times, the applications received exceeded the number of positions opened, which means the recruiter did have a choice. This is supposed to be the cool ratio.

Actually this ratio is only relevant for one-position applications. In order to analyze this data correctly, the distinction has to be made.

HOW? If, inside an OC application, 10 positions are opened and 12 applications are received, your ratio is still very low, because, theoretically, only 2 positions will receive 2 applicants. This doesn’t really have any relevance for our current analysis.

WHAT IS RELEVANT THEN? The only thing that is relevant for team applications is the Demand Ratio mentioned earlier. As an example, for this term, for the 33% of the applications received that exceeded the number of positions opened, the demand ration was of 1.3, which has been a huge problem.

LC CONTRIBUTION TO THE NATIONAL POSITIONS 3% 2% LC Babez and LC Blida are ahead the National Plenary, as they contributed in terms of applicants with 1/3 each.

They also happen to be the home LCs of all national OCPs and NSTs for this term.

Babez

17%

33%

Benak Blida Oran

31%

14%

Constantine Ouargla

They are followed by LC Oran and LC Benak, with 17% and 13% respectively, and finally, LC Constantine that, despite having the biggest talent capacity of all the LCs, contributed with only 3% of the applications, and LC Ouargla with 2%.

KEY-LEARNINGS Just like local leadership positions, taking national ones is an opportunity for all our members to enhance their capabilities and connections, with the peculiarity that a majority of the national positions offer unique JDs. It is no secret that new experiences broaden one’s mind. Having a member taking a national (or even a regional/global) position is a strength for the LC, for their members gain a wider perspective of how things happen, understand better the intricate relation between every existing body in the entity, leading ultimately to a better, wider and more complete understanding of the OD key points and needs.

It also is a perfect way for you to identify your high potentials, mentor them and work on your LC’s Succession Planning, meaning you will get them ready to be your successors, and you would know who is good in what, and when they will be ready.

The more national or international experiences they get, they higher the leadership scale they climb, the better they will be at leading your LC.

On such members, we can only count to represent our entity and defend its interest in the National and Global Plenaries.

WHY DO WE NEED TO KNOW THESE STATISTICS? Because we can only be impactful if we have the right people in the right positions. We need leaders at all levels of the organization and to invest the development of leaders hip skill.

If we are to take an ideal demand ratio of 3, we would need at least 50% more applicants for each application received, which means that we are far behind the range of choice that would allow us to really have the right people in the right place for our projects.

LC ANALYSIS I invite you to have your own pipeline report for the past 6 months of your term.

You simply need to know: • # of Applications opened in your LC • # of positions opened in your LC • # of applicant for each position, and for each application.

You can then calculate the same ratios as above, and the participation of each department in that, and share your results with your LC and me to discuss things further.

INPUTS COLLECTION WHY DO YOU THINK OUR RATES ARE THIS LOW? How can we engage our members more into taking their journey a step further?

Let us know by answering this questionnaire Leadership Pipeline Insights

A discussion about the reasons behind this will be open during transition period and planning, with the hope of achieving better for the upcoming terms, and will be shared with you ASAP. If you have any questions, do not hesitate to write to asma.hamid@aiesec.net

If you have any questions, do not hesitate to write to:

Asma Massilia HAMID MCVP Growth & Resources asma.hamid@aiesec.net

mc.algeria@aiesec.net